Gender Pay Gap

This Gender Pay Gap Report is based on data as at 5 April 2017. At this point the RHS employed 1,097 people, of which 61.5% were female and 38.5% male

Gender Pay Gap Report 2017

We want to enrich everyone's life through plants and make the UK a greener, more beautiful place. We are driven by a sheer love of plants and the belief that gardeners make the world a better place - this underpins all we do

Our pay and bonus Gender Pay Gaps are as follows

The proportion of females/males in each quartile pay band is as follows

95% of males received a bonus and 99% of females

Commentary

The gender pay gap shows the difference between the average (both the mean and median) earnings of men and women. This is expressed as a percentage of men’s earnings over women’s earnings

For the purposes of gender pay reporting, the following are included:

♦ employees (those with a contract of employment and set hours)
♦ workers who work variable hours such as casual workers
♦ some individual self-employed workers

The bonus figures include all bonuses paid during the 12 months prior to the 5 April 2017. This includes a £200 net ‘thank you’ payment made to employees in March 2017

The RHS’ Gender Pay Gap is significantly lower than the UK average for all employees which is 18.1%

Our gender pay gap between males and females for our median pay levels and median and mean bonus levels are near zero

There are no differences in pay rates for different genders occupying equivalent roles

We employ people in a very diverse range of positions and therefore our spread of pay rates may not be typical for an organisation and does not form a standard distribution. The median is therefore a good representation of our central pay rates

Two areas in which we employ workers, retail and catering, are areas where market rates of pay are traditionally lower than other areas. These two areas also traditionally employ more female workers than males

We have recently reviewed and increased a number of our lower pay levels. This was predominantly within our catering and retail teams. As these areas have a high proportion of females this should positively impact on reducing our mean gender pay gap